Policy Disclaimer

qsausagelm

I have been asked to rewrite an existing policy. Its lacks the magical phrase or phrases that states that the Company reserves the right to change policy as necessary. Can anyone tell me the best wording for this disclaimer that will be protective of our right to change policy? Thanks

Don D

Q: Here's a bit of ours: "The company reserves the right to establish or continue policies, practices and procedures for the conduct of the business and from time to time, to change, abolish or re-institute such policies, practices or procedures; the determination and scope of its activities, its customers, products and manufacturing processes. Also the company retains the right to schedule operations, work days, hours and shifts." This is a rather wordy excerpt from our more wordy contract managements rights clause. Even without a contract, we think this covers the bases.

dmartenson

This is the introduction to our company handbook - it was approved by our corporate attorney, so I would like to think it will stand up! Hope this helps.


To make your employment here satisfying, rewarding and productive, (companyname) has developed this Handbook of policies. These policies will help answer questions you may have regarding (companyname's)policies and procedures.

This Handbook sets forth the general administrative policies of (companyname). It applies to all employees. Please read these policies carefully and retain this Handbook for future reference. Notice that each of the policies is dated and is current as of that date. When there is a change in a policy, we will update this handbook as soon as we can. The material in this book is not exhaustive. Although we have attempted to cover matters of general applicability to employees, we know that it does not cover every situation that may arise from day to day. Feel free to consult us whenever you have questions.

Our policies, practices and benefits are continuously reviewed for updating and we expect to change them from time to time. Therefore, you should always check with your supervisor for the most current policies. Company benefit plans are defined in legal documents, such as insurance contracts and trust agreements. If a question arises about the nature and extent of plan benefits or if there is conflicting language, the formal language of the plan documents govern, not the informal wording of this handbook. Benefit documents are available for your inspection in the Human Resource Department.

THIS GUIDE IS NOT INTENDED TO CONSTITUTE AN EMPLOYMENT CONTRACT BETWEEN (COMPANYNAME)(“THE COMPANY”) AND ANY INDIVIDUAL EMPLOYEE. ALL EMPLOYMENT WITH THE COMPANY IS “AT WILL.” ANY EMPLOYEE’S EMPLOYMENT MAY BE TERMINATED AND ANY EMPLOYEE MAY TERMINATE HIS OR HER EMPLOYMENT AT ANY TIME WITH OR WITHOUT REASON OR CAUSE.

The terms of this Employee Handbook, including the benefits described herein, are subject to change at any time within the sole discretion of the Company without prior notice to the employees. At all times the Company has the discretion to deviate from the terms of this Handbook.

This Handbook supercedes and replaces all written Handbooks, guides and manuals. All prior manuals and policies are hereby rescinded and revoked.

We are pleased to have you with us, and we wish you a successful career at (companyname)

Rexxies

Here's ours--which is not overly wordy but I am dealing with a Professional Services Company and they already sign multiple contracts prior to hire....

"By using the Guide¡¦s policy statements and procedures, youƒn will find a practical, professional approach to key areas of quality control. As an employee, you should know that violation of the policies, practices, and procedures outlined may be grounds for disciplinary action which may lead to termination of employment.

The Company reserves the right to revise, modify, delete or add to any and all policies, procedures or benefits stated in this handbook or in any other document, except for the policy of at-will employment. However, any such changes must be in writing and must be signed by the President or the CEO of the Company. Any written changes to this guide will be distributed to all employees. * No oral statements, or representation can in any way change or alter the provisions of these guidelines."

System

The exact legal requirements are different from state to state. If you really want to be safe, you should ask an attorney in your state.
[url]http://www.hrhero.com/findanattorney.shtml[/url]

James Sokolowski
Senior Editor
M. Lee Smith Publishers